Women are missing out on promotions, pay rises and in some cases leaving their careers because of the effects of menopause, according to a major international study.
One in 12 women who have experienced menopause said they had faced discrimination at work due to their symptoms. Around five percent believed they had lost out on career progression as a result, and a similar proportion said they had left their roles altogether.
More than a third reported negative impacts in the workplace. Seventeen percent said their productivity had declined, while 14 percent felt unable to talk to colleagues about their experiences. Fewer than a quarter felt comfortable raising the issue with their line manager.
The figures come from a global survey of 13,800 people across six countries, carried out by research agency Opinium on behalf of life sciences firm Astellas. It focused on attitudes, experiences and stigma around menopause in the workplace, with responses from men and women aged 40 to 55.
Discrimination ‘still common’
The findings add to a growing body of evidence suggesting that menopause remains a significant but under-addressed issue in the workplace.
In the UK, a parliamentary inquiry found that three in five menopausal women had been negatively affected at work, with almost 900,000 having left the workforce due to symptoms. Research from the NHS Confederation also reported that two-thirds of women aged 40 to 60 felt their symptoms had impacted their ability to work.
Legal protection for those experiencing menopause symptoms remains limited. While menopause itself is not a protected characteristic under the Equality Act 2010, some symptoms may fall under disability or sex discrimination protections depending on the severity and duration. Guidance from the Equality and Human Rights Commission says employers must make reasonable adjustments if symptoms have a long-term and substantial effect on daily life.
Recommended adjustments may include flexible hours, changes to uniforms, improved ventilation, access to rest areas or time off for medical appointments. These are not mandatory in all cases but can help employers comply with their duties under equality and health and safety laws.
Cultural silence ‘widespread’
Astellas said its findings reflected a continuing culture of silence and stigma. Katsuyoshi Sugita, chief people officer at the company, said organisations should treat menopause as both a health and business issue.
“The impact of societal and workplace stigma around menopause should not be ignored and can be detrimental to the wellbeing of people experiencing menopause,” he said.
“And this isn’t just a personal issue; it’s a significant barrier to productivity, talent retention and overall workplace wellbeing. Organisations have a responsibility to change the narrative around menopause and build environments where people feel supported and empowered to talk about their experiences.”
In the US and Canada, five percent of women reported workplace discrimination due to menopause. It rose to seven percent in Germany, eight percent in Australia, nine percent in Brazil and 12 percent in Mexico. Perceived penalties in pay or progression were highest in Mexico, Brazil and Australia.
Internal initiative launched
To coincide with the study’s publication, Astellas has launched a global workplace initiative titled Pledge to Champion a Menopause-Inclusive Workplace. It’s an internal programme that includes menopause education campaigns, manager training, new support resources and guiding principles developed with external experts. The aim, the company said, is to break the silence around menopause and encourage open conversations across teams.
Bridget Perks, a deputy head teacher who shared her personal experience as part of the launch, said she believed support systems remained lacking in many workplaces.
“The impact on day-to-day life of menopause symptoms is massive and when you are at the zenith of your career it can be debilitating,” she said.
“Discrimination against women experiencing menopause remains a persistent issue in the workplace and it will continue unless comprehensive support systems are put in place.”
Perks added that “[n]o woman should have to suffer in silence. Employers have a responsibility to foster an environment where menopause is understood, support is accessible, and women feel empowered to speak up and seek help”.
What employers can do now
Wellbeing experts have consistently recommended practical steps for employers looking to support staff through menopause, including:
Developing a menopause policy: Creating a standalone policy or embedding menopause into existing health and wellbeing frameworks signals commitment and provides clear guidance for both staff and line managers.
Training line managers: Educating supervisors and team leaders about menopause can help reduce stigma and enable earlier, more supportive interventions.
Improving physical workspaces: Adjustments such as cooler environments, access to water, breathable uniforms and quiet rest spaces can make a meaningful difference.
Offering flexible working: Flexibility in hours or remote working may help employees manage fatigue, sleep disruption or concentration issues linked to symptoms.
Providing employee assistance and peer support: Access to occupational health services, mental health resources or menopause-specific advice can support wellbeing and aid retention.
Employers are also encouraged to consult with staff directly, particularly through focus groups or surveys, to understand the needs of their workforce and tailor responses accordingly.
Legislative developments ahead
The Employment Rights Bill currently progressing through Parliament includes a voluntary menopause action plan for employers, with reporting obligations expected for larger firms from 2027. While not yet law, the proposal reflects growing policy attention to the impact of menopause on working life.
In parallel, calls to add menopause as a protected characteristic under equality legislation have been made by several advocacy groups and MPs, though the government has so far opted to work within existing legal frameworks.
While awareness of menopause is increasing, the Astellas study suggests that workplace change is still uneven and, in many cases, reactive rather than proactive. Many women still feel they cannot speak openly, and a significant number report career harm.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
